INTERVIEWING WITH POTENTIAL EMPLOYERS

The preliminary screening is conducted by the personnel department; takes a structured, standardized approach; is often conducted on campus.

The initial evaluation is held at the organization's facilities.

The final evaluation is conducted by the supervisor or department manager to whom the employee will report.

The best strategy for a screening interview is to follow the interviewer's lead and to keep answers brief and pointed; the best strategy for a selection interview is to show interest, answer fully, and listen attentively.

Three basic forms of interviews:

Directed interview.

Open-ended interview.

Stress interview.

Directed interview.

Is completely planned and controlled by interviewer.

Is good for gathering facts.

Is used when screening large number of preliminary applicants.

Open-ended interview.

Has open, relaxed format.

Encourages applicant to talk.

Is used in evaluation interviews.

Stress interview.

Reveals applicant's reaction to tough situations.

Consists of pointed questions, critical comments, hostile reactions.

Preemployment tests attempt to provide an objective, quantitative measure of an applicant's qualifications.

Preemployment tests try to measure either skills or psychological characteristics.

Two things employers look for in an applicant:

Suitability for job.

Good fit with organization.

Qualifications for the job consist of (1) the right functional and technical skills, and (2) the right personality type.

A good fit with the organization consists of

physical style (clothes, grooming, mannerisms)

age and maturity

personal interests and hobbies

attitudes and values.

In a job interview, applicants need to look for answers to seven questions:

Are these my kind of people?

Can I do this work?

Will I enjoy the work?

Is the job what I want?

Does the job pay what I'm worth?

What kind of person would I be working for?

What sort of future can I expect with this organization?

How to prepare for a job interview:

Do some basic research on company and industry.

Think ahead about questions.

Bolster your confidence.

Polish your interview style.

Plan to look good.

Be ready when you arrive.

In an interview, expect to be asked about your strengths, weaknesses, education, experience, values, career goals, and expectations.

Think about responses to likely questions.

Prepare a list of questions to ask interviewer:

Warm-up question to break the ice.

Mix of various types of questions (open, direct, indirect).

Questions that are easy to answer.

To bolster your confidence.

Think about your strengths, not your weaknesses.

Minimize or offset your shortcomings.

Remember that the interviewer is only human.

Defuse nervousness by analyzing its source.

Rehearse.

Prepare props to take to interview (copy of resume, information about employer, samples of work).

Avoid nervous mannerisms.

Practice mock interviews to polish your style.

Avoid these flaws:

Shrinking in presence of authority.

Seeming too "laid back."

Talking too much or too little.

Being overwhelming.

Nonverbal behavior and vocal characteristics can be improved through analysis and practice as well.

Appearance is an important element in an interview:

Dress conservatively.

Check out organization's dress style in advance.

Be well groomed.

Stand up straight.

Smile.

Readiness is a matter of

Carrying copies of your resume and job-related papers.

Checking route to interview site and arriving on time.

Being patient and pleasant if you have to wait.

The correct approach to an interview depends on the stage in the process: